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The Secret to Retaining Talented Women in Law

March 5th, 2010

On the 8th of March, International Womens’ day will be celebrated around the world. Organisations and groups can choose the theme they wish to adopt for 2010.

We have chosen a theme close to our hearts, retaining talented women in law.

So much has been written as to the reasons why women lawyers, despite entering the profession in ever increasing numbers, do not continue their ascent “up the ladder” to achieve partnership or a management position. Many firms and companies, recognising this trend, have tried to plug the drain of talent by offering “flex-time” or “part-time” working arrangements.

In my opinion (supported by the candid feedback of fellow female lawyers and ex-lawyers), there is a fundamental reason why these options are only ever going to achieve a measure of success. Most women are prevented from reaching partnership or management positions because the organisations they work for value time, not results. Female lawyers, especially those with family responsibilities, desire and require autonomy and control over their work, and their work choices, which is very difficult to achieve if “time” is the main measure of success.

In traditional law firms, time recording forms the very foundation of the business model. Lawyer’s bonuses and opportunities for promotion are more often than not linked to meeting or exceeding a set number of billable hours per year (sometimes in excess of 2000 hours), rather than the quality of the work performed or the results achieved for the clients. For those without family commitments, this number of billable hours may be achievable, but for those trying to balance work and life commitments, the focus on time spent, rather than actual results produced for clients can prevent advancement.

In his book “Drive: The Surprising Truth about What Motivates Us” Daniel H. Pink challenges traditional assumptions around what motivates us to achieve high performance and satisfaction at work. In a chapter focused on the benefits of self-direction and autonomy in the work place, Mr. Pink makes some really insightful points about lawyers and the failings of the traditional legal workplace:

“…at the heart of private legal practice is perhaps the most autonomy-crushing mechanism imaginable: the billable hour. Most lawyers – and nearly all lawyers in large, prestigious firms – must keep scrupulous track, often in six-minute increments, of their time…As a result, their focus inevitably veers from the output of their work (solving a client’s problem) to its input (piling up as many hours as possible). If the rewards come from time, then time is what firms will get. These sorts of high-stakes, measureable goals can drain intrinsic motivation, sap individual initiative, and even encourage unethical behaviour”.

A shift in mindset is required. Instead of valuing presentee-sim and time recording, the benchmark of success should be the successful completion of the task, the actual result achieved for the client. If legal organisations were to trust that the professionals they have hired can get the work done to the satisfaction of the client, it should not matter whether this work is done at home or in the office, in the morning, before the school run or in the evening once kids are in bed. These legal professionals have years of experience and are being trusted to complete transactions worth millions, yet are not trusted to balance their commitments – which just does not make much sense to us.

A Results-Only Work Environment (or ROWE) advocated by Cali Ressler and Jody Thompson in their book “Why Work Sucks and How to Fix It” changes the focus from hours to outcomes.  The message “It doesn’t matter where you work, or when you work, as long as the work gets done” permeates the book. For example:

“There’s a misperception out there that just because a manager lets an employee go to a dentist appointment then that’s flexible working. That’s not flexible working at all. ROWE is really putting the freedom and the power back in the employee’s hands to determine what and how and when people work best. A Results-Only Work Environment is about recognising and acting on people’s need to have more control over their lives to meet all the demands in their lives.”

We love this idea at Latitude South and hope that this approach will catch on as the next generation of managers and decision-makers lead their organisations. Many detractors will say that client demands preclude such a significant organisational change. We disagree. Our experience has been that our clients’ value expertise and experience and recognise that it is these inputs that produce the outcome, the results they require. The work must still be done, yes, but it does not always need to be performed between the industrial age hours of 9am – 5pm, in the traditional setting and in a traditional way. Yes, changing to a results-focused approach can be challenging, yes it does require significant organisational change and, for many, it may feel a step too far.  But the benefits to your organisation, your clients and your employees’ satisfaction, are huge.

And if it means retaining talented, experienced women lawyers in the profession, then isn’t it at least worth thinking about?

A Problem Well Defined is a Problem Mostly Solved

January 13th, 2010

Although there has been some movement away from hourly billing of substantive legal services in the last 12 months, clients still by and large continue to treat the billable hour as a unit of work, including in their legal services outsourcing relationships.  The “evils” of hourly billing have been thoroughly discussed elsewhere and the aim is not to repeat them here. 

We are advocates of fixed fees, but accept that, while the false comfort of the billable hour may have been repeatedly lambasted, many clients are yet to find any real comfort in fixed fees either.  We feel that some of this extends from the current concept of ‘fixed fees’ really being little different from hourly billing – in many cases the hours are simply ‘capped’ by the provider.  This does little to reduce actual legal spend or to provide certainty of spend (i.e. where a client knows exactly what they are to get and how much it will cost them).

For fixed fees to offer solid savings and certainty of spend, they need to be formulated differently.  True fixed fees should be scope-based and driven by a business need or problem rather than time, and that scope should be a shared responsibility of the provider and the client.

A Tick for Hourly Billing

It is worth quickly looking at the real positives (there are some!) of hourly billing to understand some of the characteristics fixed fees should have if clients, who wish to move from hourly billing to fixed fees, are to get some comfort about the transition:

  • The billable hour gets its credibility from conventional use, and from being an ‘empirical’ measure…the hours worked have been historically observed, recorded and are certain.   Once the hours’ work is complete, a client usually feels they have received something of worth – the hours work has happened and is now an ‘actual’;
  • Clients also normally have extensive experience of what output they can expect from a billable hour – it’s not prescribed anywhere of course, but they tend to know what a good hours’ work smells like (even if that hour is not correctly focused on the problem or business need at hand, clients can still tell whether that mis-spent hour is good quality); 
  • As the old adage about certainty tells us, “a bird in the hand is worth two in the bush”.  A client can feel comfortable being charged for the historical and empirically recorded hourly unit because its perceived value (benchmarked against experience) is “in the hand” already.

Plan vs. Actual

By agreeing a fixed fee upfront, however, clients can feel they are making a kind of bet on a future outcome where the unit of benefit is not absolutely certain.  The inputs to generating a fixed fee are normally collected upfront, and most inputs are estimates or intangibles (e.g.: “risk”) based on brief conversations between client and provider, and with little reference to actuals.  At the time the fixed fee is quoted upfront the output has not been produced (i.e. it feels like the two birds are still lodged firmly in the bush).  The client doesn’t feel intuitively comfortable with the fixed fee quotation because they know that they themselves haven’t seen all the information needed to make a reliable estimate, and the provider hasn’t tried to elicit it from them either.

Furthermore, many clients feel that legal services providers are not very good at estimates and are likely to charge an inflated fixed fee for the desired result.  Ironically, this perception is largely based on negative experiences with hourly billing, where conservative upfront projections by providers are followed by inflated actual hours charged at the end of the project. Providers traditionally explain these (often significant) differences between ‘plan’ and actual by pointing to swathes of work not identified by either party at the outset (which suggests a poor ‘plan’).

When it comes to advocating fixed fees, why should clients feel providers all of a sudden have the discipline of estimation down pat?  Understandably, clients may feel that legal services providers have the wrong drivers and no checks and balances in the formulation of their upfront fixed fee.

Bridging the ‘Comfort Gap’ Between Billable Hours and Fixed Fees

Before fixed fees are positively adopted, clients need to:

  • feel something similar to the perceived certainty of outcome offered by the post factum billed hour, and get that near-certainty upfront…before the work has been done;
  • be able to measure the value for money of future outputs in a different (but no less convincing) way because they can’t rely entirely on an hourly smell test any longer;
  • know that checks and balances are in place to ensure the result is achieved at significantly less cost than if the work were billed by the hour.

The short answer to bridging the ‘comfort gap’ is to integrate fixed fee billing with project management principles around scoping.  To paraphrase Kettering  – a problem well-defined is a problem mostly solved.  The same can be said for legal projects – an objective well defined is achievable in a reasonable time at a reasonable price and to an expected standard.  Scoping and subsequent governance to that scope can deliver:

  • Greater certainty of outcome – a clear definition and scope ‘solves’ most of the problem upfront;
  • A granular breakdown of the legal project or task so that all work is focused on a well-articulated business need or problem rather than performing good quality work on ancillary issues  – this alone can reduce the effort required (and therefore the cost) dramatically;
  • A project specific set of objectives against which performance can be measured;
  • Enhanced understanding of the coverage of the task leaving fewer unknowns and assumptions and therefore less chance of inaccuracy in pricing.

In the coming weeks, we will expand on how the discipline of scoping can deliver these advantages and positively compliment fixed fee billing.

New Zealand Nicely Positioned as New Legal Outsourcing Model Emerges

November 25th, 2009

New Zealand Nicely Positioned as New Legal Outsourcing Model Emerges

Matthew Sullivan is a well known thinker and writer on legal outsourcing.  He recently wrote a piece ‘New Locations Offer a New Twist on Offshoring Legal Services’ in his blog (http://globallegal.wordpress.com) that positions a “new breed” of providers amongst the range of legal outsourcers.

Matthew summarised by writing “Within the legal services market, a new model of outsourcing has emerged to supplement the more well-known models that include combinations of onsite, onshore, and offshore. Outsourcers in Israel and New Zealand have positioned themselves between the higher cost, onsite & onshore vendors and the lower cost, offshore vendors. The higher prices that onsite/onshore vendors have been able to command are not so much a function of their geographies, but of their relative skill with the substantive and procedural aspects of the U.S. and U.K. legal systems. This new model reorders these assumptions by providing knowledgeable and experienced western legal resources from individuals who have moved to, or returned to, medium cost locations like Israel and New Zealand.”

Matthew goes on to identify examples of these types of providers, including Innodata in Israel who offer legal services to US clients, and Latitude South in New Zealand who provide services to UK clients.  Alternative locations were also the topic of discussion at The Lawyer’s inaugural Legal Process Outsourcing and Offshoring Conference in London recently: (see http://www.thelawyer.com/first-lpo-conference-creates-debate/1002696.article).

These types of providers distinguish themselves from pure Legal Process Outsourcers (LPOs) by providing substantive legal services, rather than providing process services to legal clients.  The value proposition offered by these “alternative” providers is quite distinct.  LPOs tend to offer deep discounts on low risk, voluminous and repetitive (often paralegal) work.  Providers like Innodata and Latitude South however offer healthy discounts on certain substantive legal tasks that require legal resources experienced in western jurisdictions.

Substantive legal tasks clearly make up the vast majority of the work a UK corporate, for instance, would currently send to an external UK legal service provider like a law firm.  As a result, a healthy discount on a wider range of legal work through outsourcing will yield significant savings in real money terms. Most UK organisations regularly send substantive work to a UK law firm, so outsourced providers of this type of work must replicate the skill set, experience and operating environment found in such law firms, but deliver the product as cost-effectively as possible.

NZ’s Latitude South, for example, hires those who have practiced in top UK law firms or as in-house counsel in notable multi-nationals, and are now based in NZ.  Team-members are the type of staff that UK corporates and law firms have readily hired into their own onshore teams, so they can naturally be looked upon as an extension to a UK-based legal team, but in a lower cost location.

Set out below are some further reasons why New Zealand, as a legal outsourcing destination, is worth a closer look:

  1. Not only are the NZ and UK legal systems similar, the professional culture and language are highly compatible.
  2. NZ has a wealth of legal professionals with UK experience. It is relatively easy for NZ lawyers to live and work in the UK, and a large number typically do so for many years to progress their careers.  New Zealand lawyers have a great reputation in the UK, and that reputation doesn’t dissipate when they return to NZ.
  3. NZ is a developed country with a stable political, economic and regulatory framework, mature infrastructure, and a solid, transparent education system.  Inflation is low, and currency fluctuations normal, making NZ a relatively predictable environment in which to operate.  These types of socio-political and macro-economic factors are considered by UK clients looking to partner an outsourced provider.

As this is our first post, we wanted to extend a very warm welcome to our blog.

November 12th, 2009

As this is our first post, we wanted to extend a very warm welcome to our blog.

We hope that you find this section of our website informative and interesting and that it prompts you to become “one of the 9” (as in the oft quoted, 1-9-90 rule which refers to the 1 person that blogs, the 9 people that comment and the remaining 90 people that read it.)

In the coming weeks and months we will be adding content to this section of our website and also encourage you to participate in the discussion and to help direct the content of this blog.

We intend to cover topics we hope will appeal to you including:

  1. Beyond LPO: how to make a real dent in your external legal spend
  2. Why a different assessment criteria needs to be applied when you outsource substantive legal services
  3. Operating in safe mode: how to test run which legal services can be successfully outsourced
  4. Turning knowledge into profit
  5. How law firms (and their employees) can benefit by implementing a legal services outsourcing strategy
  6. Why transition management is the lynchpin to a successful outsourcing relationship

From time to time, we will also include posts from our New Zealand-based specialists, covering matters of interest in specific areas of law. We will highlight any great legal websites or technologies we have come across that you might also value knowing about.  We’ll also use this blog to let you know about our social responsibility initiatives and discuss various issues relating to and concerning women in the law and the need for change.

Our aim is to post content on topics that you are interested in, so please send us your comments, questions and suggestions.